Tip of the Week

When helping people through an organizational change, match your communication to their stage of reaction.

Opinion leaders may not have a formal leadership position in the organization, but they are respected for their insight and expertise.

Avoid under-communicating when sharing information about a non-routine and complex organizational change.

When helping employees through an organizational change, make sure to provide for opportunities to “harvest the dissent.”

Norms of accepted behaviors are deeply woven into a culture. People from the culture may not even be aware of those conventions.